Resources for Federal Workers

Guidance for Federal Employees under Trump Administration

The Trump Administration has begun to make sweeping changes to the Executive Branch. We are learning of those changes in real time, through public channels, the same way our constituents are. Below are a variety of resources that may be helpful to you during this difficult time:

Resources for whistleblowers: https://whistleblower.house.gov/resources/resources-whistleblowers

Your employment rights as a federal employee: https://www.opm.gov/policy-data-oversight/employee-relations/employee-rights-appeals/#url=Appeals

Learn more about reasonable accommodations for qualified employees with disabilities: https://www.eeoc.gov/federal-sector/federal-employees-job-applicants

To learn about prohibited personnel practices including the right to appeal, please visit these websites:

What You Should Do If You’re Affected by the Executive Order titled, “Ending Radical And Wasteful Government DEI Programs And Preferencing”

If you believe you’ve been targeted by this directive, here’s how to protect yourself:

Document Everything: Keep a record of all communications related to your placement on administrative leave or the closure of DEI programs. Save emails, memos, and any relevant documentation.
Understand Your Rights: Employees performing DEI work are often engaging in protected EEO activities. Retaliation for this work is unlawful. Reach out to an attorney who can evaluate your specific situation.
Speak with Us: If you believe you’ve experienced discrimination, retaliation, or adverse employment actions, contact an attorney to discuss your options. Furthermore, your elected officials may be able to assist in these matters as well.

When will these policies actually take effect?

According to the Washington Post, the DEI order gives agency heads 60 days to terminate all DEI and “environmental justice” offices and positions and to create a list of all such positions that existed before Election Day and assess whether they’d been “misleadingly relabeled.”

DEFERRED RESIGNATION FAQ - Direct Link to OPM Website

During the deferred resignation period, federal workers are not expected to work, except in rare cases determined by your agency.
If you are eligible for early/normal retirement during the deferred resignation period (before September 30, 2025,) and agree to the resignation, you will continue to accrue retirement benefits during the deferred resignation period. Should you elect to retire (early or normal) before your final resignation date, your retirement will override the deferred resignation.
If you do not accept the deferred resignation, it will not be available after February 6, 2025. Certain exceptions might be made for employees who were on approved absence for some or all of the period from January 28th, 2025 to February 6, 2025. You have no obligation to respond to the email, and accepting deferred resignation is completely voluntary and at your discretion.
The resignation letter does not prevent you from seeking outside work during the deferment period. Check with your agency’s Human Resources team for restrictions.
Deferred resignation does not affect your ability to work for the federal government in the future.
You may accelerate your final resignation date for any reason. However, the terms of the deferred resignation letter do not allow for an extension of the final resignation date. There is a narrow possible exception for employees with impending retirement dates.